people – the original continuing resource: cross-generational management in libraries adam murray...
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People – The Original Continuing Resource: Cross-generational Management in Libraries
Adam Murray – Interim Dean of University Libraries, Murray State University
17th Annual NC Serials Conference: What’s in a name? From “Serials” to “Continuing Resources”
April 11, 2008
The Changing Workforce• March 2002 American Libraries: “Reaching 65: Lots of
Librarians Will Be There Soon”• Actual peak of retirement now not expected until 2015-2019• Wave of recruitment for new librarians• Generation Y (Millennials) currently in the workforce: 32
million• Unique work environment, with four distinct generations
working alongside each other
The Four Generations
• Traditionalists or Veterans• Baby Boomers• Generation X• Generation Y or Millennials
Stages of Life vs. Generational ValuesCertain behaviors “transcend generational values and can
better be explained when thought of in terms of life stages.”
•Youth (age 0-21)
•Rising Adulthood (22-35)
•Midlife (35-50)
•Legacy (50-70)
•Elderhood (70+)
Managing the individual
From individuals to teams?
Like Clockwork
Tip 1
Facilitate the perception of individuals, not members of other generations
Tip 2
Develop a vision & sell it.
• Demonstrating value of change to the workaday lives of library staff will increase their buy-in
• Shared projects can foster or improve sense of unity or teamwork
Tip 3
Identify natural leaders (as opposed to official managers) and utilize them to your benefit.
• Ability to inspire their fellow co-workers• Accomplished by persistent respect
Tip 3.5: back up the authority of the official managers
Tip 4
Know when to back down.
• Admit ignorance and mistakes• Make a visible effort to learn from your employees
Tip 5
Know when NOT to back down.
• No magical formula for walking the line between the two
• Situational humor to ease tensions
Tip 6
Participate in their work with them.
• Never ask your employees to do something you wouldn’t do yourself
• Show appreciation for employees’ work by giving your limited time to them
• Actively engaging in their duties with them helps you learn more about your library’s operations and issues
Tip 7Foster discussion (but balance with progress).
• Opportunities to discuss the intricacies of their duties or potential changes demonstrates your reliance on their knowledge
• On-going effort to create an atmosphere of comfort with discussion
At some point, discussions must end and a decision must be made
Tip 8
Get out of your comfort zone.
Tip 9
Implement institutional memory projects.
• Long-term employees = long-term memory of past successes and failures
• Implement technology + person-to-person mentoring
• Document, document, document
Tip 10
Feedback.
Give it.
Constantly.
Conclusion
Works Cited
Arns, J.W. & Price, C. (2007, Winter). To market, to market: the supervisory skills and managerial competencies most valued by new library supervisors. Library Administration & Management 21 (1), 13-19.
Bridgeford, L.C. (2007, July). The young & not so restless: helping employers understand, retain Generation Y workers. Employee Benefit News 21 (9), 23-24.
Houlihan, A. (2007, September). Bridge the generation gaps: how to get people of different ages to work together. Ward’s Dealer Business 41 (9), 24-25.
Lynch, M.J., Tordella, S., & Godfrey, T. (DATE). Retirement and Recruitment: A Deeper Look. Available at http://www.ala.org/ala/ors/reports/recruitretire-adeeperlook.pdf
Polach, J. (2006). Veterans, boomers, xers, ys: it isn’t that simple. Leadership Solutions Inc. Available at http://www.lsi-mn.com/assorted/generations.pdf
Ryan, L. (2007, December). Liz Ryan career insight: leave Gen Y alone. Business Week. Available at
http://www.businessweek.com/managing/content/dec2007/ca20071218_909449.htm?chan=search
Wagner, D. (2007, Summer). Managing an age-diverse work force: the difference between veterans, boomers, Xers, Ys. MIT Sloan Management Review 48 (4), 9.
